Tina Vasquez for The Glass Hammer writes about the “Double Bind” for women…they are viewed by male leaders as either not tough enough, or, if they adopt masculine the characteristic of aggressiveness, then they are inappropriate. A study Tina discusses confirms my position in my article of several years ago..The Double-Edged Sword.”

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The Glass Hammer has yet another great article, reviewing  and commenting on a study comparing men’s and women’s “agreeableness” and how that affects their pay levels. Agreeableness in this context really means negotiating skills. Definitely worth reading!

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The Washington Post discusses studies from several universities that clearly indicate women more naturally foster collaboration, openness, inclusiveness and respect. These qualities have been identified as necessary for leadership success in the 21st century. As Carol Kinsey Goman writes, “Any leader can do that.Female leaders just already do it more naturally.”

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The Glass Hammer reports: A new study by McKinsey has shattered the notion that women aren’t rising to the top in significant numbers because they don’t want to be leaders.

In fact, the report showed, women in middle management very much want to reach senior executive levels – even moreso than women in entry level corporate jobs. The study, “Unlocking the full potential of Women in the US Economy” showed that while 79% of women in entry level roles agreed or strongly agreed that they “desire[d] to move to the next level,” 83% of women in the middle management said the same.

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Joann Lublin in today’s WSJ writes that “Inadequate career development has kept women from reaching the top ranks of the corporate ladder, according to a report set to be released Tuesday by management consulting firm McKinsey & Co.”

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Financial News reports: “It’s not just about having a balance of strong voices at the top level; women should be fairly represented throughout a company.” Here’s 10 things the authors suggest to help achieve this worthy goal:

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The Glass Hammer writes “It’s no surprise that throughout the economic downturn, companies’ resources have become scarce, and issues of diversity and gender inclusion tend to take a backseat to shrinking profit margins. Despite these ever-increasing challenges, some businesses and organizations have managed to navigate these and other distractions. Keeping their women’s initiative at the forefront of their business growth and on the road to success, they share some of their insight through these 5 tips.”

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The good news is that the future of women in the investment advisor industry is strong. Women live longer than men and they handle more of the money. The next step is to ensure all firms hire women and create a pipeline for young women to enter the industry, through internships and mentoring programs.

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“Women often try to fulfill what they believe is society’s version of an acceptable type of power for women, which is much nicer, much more accommodating. This leads to what Catalyst calls “The Goldilocks Syndrome.” Women find themselves in situations where they are perceived as either “too hard” or “too soft,” but never just right for that top job.” says Henna Inam for The Glass Hammer.

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Research conducted by McKinsey found that women apply several positive leadership behaviors more often than their male counterparts. Developing people is consistent with helping others achieve their full potential in life. It’s part of nurturing.